Job Postings: 7 Elements Your Job Descriptions Are Missing
Posted by: cwing in Recruiting Software Blog, February 15, 2017
7 Elements Your Job Descriptions Are Missing
Contributed by Amber Brunning
You want your recruitment cycle to move as smoothly as possible. You have no better tool than your job descriptions to attract the most qualified candidates. This is your chance to make a meaningful first impression. If your responses have been lackluster, your description could be to blame. Look at your previous job descriptions and determine what’s missing – you may have some blanks you desperately need to fill in.
- Answers to Important Questions
The most important question to answer is why the potential candidate would want to work for you. Why wouldn’t they take a similar position with your competitor? What makes your company better? If you don’t tell them, they won’t know. People don’t respond to job postings with questions – they respond with resumes. If they have too many questions, you won’t get that resume. Think about what you would want to know before you applied, and include that information.
- The Perks That Make Your Job Great
The benefits and experiences a candidate will have could be what will ultimately sell them on the position. To some people, perks can be more important than the salary. Do you offer flexible scheduling? Do you hold company hiking trips? What makes your workplace fun and rewarding? Showcasing these aspects of the job will give potential applicants something to get excited about.
- A Competitive Edge
Take a few clicks through Gumtree and look at your competitor’s job postings. What are they lacking? What would take their postings to the next level? This is your opportunity to learn from their mistakes – whether or not they know they’ve made any. Innovate on their foundation to create your own.
- Details About The Money
Yes, the money is important. Experienced candidates already know what they’re worth. It doesn’t matter if you get them through the door and offer them the position, only to tell them they won’t be making the salary they’re looking for. By being upfront, you’re less likely to find yourself wasting time with candidates who will ultimately reject your job offer.
- Exciting Visuals
Of course you’ll need a lot of text, but that doesn’t mean you shouldn’t break that text up. A lot of reading is hard on the eyes, and images are a little easier to process. Include photos and videos that showcase your workplace. Let applicants get a glimpse of what a day around your office is like. They’ll be able to picture themselves working there, and they’ll know if they’re a good fit for that environment.
- Your Company Culture
The culture makes the company. What are your charitable causes? What are you doing to help the world? Where does your company stand on environmental issues? For many applicants, this is more than a mere afterthought. Millennials in particular are very concerned with company culture. Let them know who you are and what you can achieve together. A powerful company culture message can inspire applicants.
- A Versatile Call to Action
How do you want to receive resumes? Are you open to novel ideas, such as visual resumes? Would you appreciate it if a candidate delivered a hard copy of their resume in person? How would you like to be reached? Where can a candidate go to find more information before they decide to apply for the position? Include this information at the end. A redirect to a submission link works, but by providing alternatives, you’re making your application process a little more memorable.
When you want top talent, you need to be willing to work for it. The great ones likely know how great they are, and the last thing you want is for your competitors to get to these people before you do.
Also Consider this article from the BrightMove Recruiting Blog: How to Improve Job Descriptions Practical TipsTags: job description, job descriptions, job posting, job postings